Founder story
Companies forget. I couldn't accept that.
OXYGN didn't start as a product idea. It started as a frustration — watching organizations lose the very thing that made them good, over and over, and calling it normal.
01 — The moment
The day the manual walked out.
I watched a manufacturing plant say goodbye to its best engineer. Thirty-one years. There was cake. His successor inherited a desk, a login, and a folder of documentation that hadn't been true for a decade. Everything that actually ran the place — the workaround on line 3, which supplier bends under pressure, why order QA works differently for one customer — left in his head, in the elevator, at 4 p.m. on a Friday.
The company didn't lose an employee that day. It lost the manual nobody ever wrote. And the strangest part: everyone treated it as weather. Unavoidable. Just what happens.
02 — The realization
Every organization runs on knowledge it never wrote down. It only notices when the knowledge is gone.
03 — The question
What if you could ask it to stay?
Documentation fails because writing is a chore done for a reader who may never come. But the same veteran who "doesn't have time to document" will happily talk for an hour about the 2017 recall and what it taught them — if someone asks the right question at the right moment.
That was the unlock: knowledge extraction isn't a writing problem, it's an interviewing problem. And interviewing — patient, adaptive, following the thread of every exception — is something AI can finally do well.
04 — The build
So we built the interviewer.
OXYGN reads what a company wrote, asks for what it never did, and watches how the work is actually done — then serves it all back as a living brain with sources on every answer. Three principles are non-negotiable:
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Principle 1
Truth over fluency
Every answer cites where it came from — or says "I don't know." A memory you can't trust is worse than no memory at all.
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Principle 2
Extract, don't just index
Anyone can search documents. The knowledge that matters was never a document. Going and getting it is the whole point.
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Principle 3
Memory is infrastructure
Like oxygen: invisible when present, catastrophic when missing. It should be as fundamental as the org chart — and one day, it will do the routine work itself.
05 — The invitation
The knowledge is still in the building. For now.
If your organization runs on a few irreplaceable heads — and it does — we're building this for you. Come shape it with us.